Continuing the theme of Effective Communication Month, I want to address the importance of communication as a key leadership trait.
In every leadership development process, leadership assessment, 360 feedback report and leadership position analysis – communication is shown as one of the most important traits necessary for effective leadership.
So what is so important about communication and leadership? Here are some of the factors that influence the importance of communication:
Here is the truth concerning poor performance, especially in the worlds of selling and leadership. Facts alone do not excite people to take action.
Here is the answer to getting people to take action. Use emotion to sell the idea and the logic (facts) will justify their need to take action.
While it is true that some organizations attempt to eliminate the development of relationships in the buyer-seller environment (WalMart is an example), it is still the emotion side that gets people to take immediate action. If you are not getting any immediate reactions or focused questions about implementation, then you are not hitting the emotion buttons.
Ineffective leaders and sales people use a form of “corporate speak” in their presentations that provide logic and facts for the audience without any emotional spirit. And, they are surprised when no one responds to their message with action or action commitments. What is happening here?
Usually this is a style related issue with the leader or sales person having a behavioral combination that minimizes the preference for emotion. These people actually believe that logic will persuade others to take action and emotion should be left out. They present their logic and expect people to accept it at face value and take action.
This assumption is flat out wrong! Sales training 101 clearly states that “ALL DECISIONS ARE 100% EMOTIONAL” and then we use logic to justify our emotional decision. More than once I have been called on this statement by the people who believe in their logical explanations. Well, after a few examples that hit home for the individuals, we agree that emotion must have a major bearing on our decision making process.
The best method to use to get emotional buy-in to a decision is to tell a story. Let the story grab the attention of the audience / listener. Allow the listeners to place themselves in the story and feel the emotions – good or bad emotions depends upon the message and solution. When people get involved they are more likely to commit to action during a debrief or call to action.
Use this tip to improve your sales results or your leadership effectiveness. If you want more ideas for improving your results and getting to the next level – call us at 901-757-4434 and ask about our coaching programs.
Several years ago I learned an important point about one of the major causes of higher productivity and job performance. It is very simple, yet, seemingly difficult for many to master. Here is the key: Listen. Yes, listen to your staff and employees when they talk. Even encourage they to talk and share their opinions about important issues.
Here the explanation: Research regarding direct relationships between job performance and employee job satisfaction was performed by a group of researchers. They found that employees who felt that they could present their ideas to management without any negative consequences were more motivated to perform well for the company. Further examination of this concept found that even if no action was taken on an employee’s suggestions. comments or ideas – it did not matter – job satisfaction was higher.
So, the more employees and staff feel they can share their opinions, ideas, comments or suggestions with their managers, the higher their job satisfaction ranking. And, the research showed that the higher job satisfaction was the only direct relation to higher job performance. Higher wages or salary, working conditions, or benefits – did not have a direct relationship to job satisfaction and job performance.
Therefore, as a leader or manager of an organization, you must find the time to listen to your employees. Their ideas, comments, suggestions and opinions matter – particularly to job performance. If you are looking for higher job performance with an emotional buy-in factor – then listen more. Seek out comments and ideas. You will be surprised by the quality of the information provided as well as the higher effort from your team.